Anti-oppression efforts are often undermined by a lack of follow-through. Without careful management, clear accountability structures, and regular evaluation, even the best intentions can fall short. For anti-oppression to become sustainable, it must be treated as a core part of an organisation’s operations—on par with financial reporting, project tracking, or performance metrics. This means:
- Setting Clear Objectives:
Organisations need to define what they are trying to achieve. For instance, instead of vague commitments to “be more inclusive,” they should outline specific, measurable goals—such as increasing representation in leadership roles, revising hiring practices, or addressing pay disparities. - Regular Monitoring and Reporting:
Just as financial health or project milestones are tracked, anti-oppression initiatives require routine assessment. Organisations must review their progress, measure their impact, and adjust their strategies based on what’s working and what isn’t. Transparent reporting ensures that leadership, staff, and stakeholders know what has been accomplished and what needs to be addressed. - Building Accountability Mechanisms:
Effective anti-oppression management means holding people and systems accountable. This might include appointing dedicated roles or committees to oversee initiatives, creating feedback channels for staff to raise concerns, and embedding anti-oppression metrics into performance reviews or organisational scorecards.
Sustained Organisational Commitment:
Without management-level discipline, even well-intentioned efforts can become fleeting. True anti-oppression work requires ongoing commitment—not just annual training sessions but a continuous process of reflection, action, and improvement. This involves embedding anti-oppressive values into strategic planning, resource allocation, and decision-making at all levels.
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